WDIK

This was not a personal family experience. Sorry for the confusion.

“Gratitude is remembrance with honor.” Copyright © 2006 Mara Fonseca

One year at Thanksgiving my mom went to my sister's house for the traditional feast. Knowing how gullible my sister is, my mom decided to play a trick. She told my sister that she needed something from the store. When my sister left, my mom took the turkey out of the oven, removed the stuffing, stuffed a Cornish game hen, and inserted it into the turkey, and re-stuffed the turkey. She put it back in the oven. When it was time for dinner, my sister pulled the turkey out of the oven and proceeded to remove the stuffing. When her serving spoon hit something, she reached in and pulled out the little bird. With a look of total shock on her face, my mother exclaimed, " Patricia, you killed a pregnant bird!" At the reality of this horrifying news, my sister started to cry. It took the whole family two hours to convince her that turkeys lay eggs.

To Kill A Walking Bird My Best Friend's Dressing Thighs Wide Shut The Texas Coleslaw Massacre Casserolablanca The Fabulous Baster Boys 12 Hungry Men Silence of the Yams For Love of The Game Hen I Know What You Ate Last Winter All the President's Menu White Meat Can't Jump When Harry Met Salad The Story of U.S. The Wing and I

I do not think that a "modest level" requires a 0% formula.

Permanently. (At least that should be the intention with respect to being eligible for a distribution) http://benefitslink.com/boards/index.php?showtopic=32732

Correct, assuming the plan language allows it.

One.

Another great example of why these boards will never replace paid, professional services.

Creating a new username also requires a different email address (unless the system has been modified since this thread).

I suspect that you will need to contact Dave Baker directly.

There are participant locater services (at least one of which is listed here on BenefitsLink) that can do a search based on the last known address if the social security number is not available.

Could you be more specific about your allocation process and the methodology required by plan document language?

1.401-6(b)(2) (2) For purposes of this section, the term termination includes both a partial termination and a complete termination of a plan. Whether or not a partial termination of a qualified plan occurs when a group of employees who have been covered by the plan are subsequently excluded from such coverage either by reason of an amendment to the plan, or by reason of being discharged by the employer, will be determined on the basis of all the facts and circumstances. Similarly, whether or not a partial termination occurs when benefits or employer contributions are reduced, or the eligibility or vesting requirements under the plan are made less liberal, will be determined on the basis of all the facts and circumstances. However, if a partial termination of a qualified plan occurs, the provisions of section 401(a)(7) and this section apply only to the part of the plan that is terminated. [emphasis added]

http://benefitslink.com/boards/index.php?showtopic=33556 http://benefitslink.com/boards/index.php?showtopic=26762

http://www.dol.gov/ebsa/Publications/mewas.html

With respect to the interest issue, I agree with Bird who agrees with QDROphile.

Isn't that what the true-up is for?

The trail to prior threads starts here.

It is my understanding that you can still file Schedule I because that form was filed for the previous year. Yes.

For what it's worth, my reading of the guidelines corresponds with the second option you present, but I'd much rather get your opinion on who the Falcons will take with their third round pick in the next draft.

See Code Section 414(n). (n) Employee leasing (1) In general For purposes of the requirements listed in paragraph (3), with respect to any person (hereinafter in this subsection referred to as the "recipient") for whom a leased employee performs services-- (A) the leased employee shall be treated as an employee of the recipient, but (B) contributions or benefits provided by the leasing organization which are attributable to services performed for the recipient shall be treated as provided by the recipient.

It seems to me that an employee could make an election to defer at either, neither or both. Remember, however, that the deferral limit under 402(g) is an individual participant, not an employer, limit.

Not being a lawyer, please take my response for what it's worth. It seems to me that there are several reasons why the employer would be entitled to this information and no reason why it should be denied to them.

First, your plan has to allow the purchase of insurance. Second, if allowed, the insurance must be considered "incidental" to the plan's retirement benefits. Generally speaking insurance premiums are incidental if they are less than 50% of company contributions if applied to a whole life policy or less than 25% if term insurance is purchased. You cannot generally use your retiremnet fund in this manner. However, if the plan allows loans, you may be able to take a loan to pay other bills. Hardship distributions or in-service distributions, if available, may give you some access to your benefits, but there are also tax consequences. I would recommend you review the Summary Plan Description of your 401(k) plan and consult with your accountant before making any specific decision.